Understand Your Workforce: 5 Metrics to Help Manage Contingent Employees

The rise of the contingent workforce is inevitable in almost every industry in the world. Driven by technological advancement and encouraged by the pandemic, the gig economy is huge nowadays, and as a result, contingent workers are becoming more numerous with each passing year. This is not so much of a problem as it is an opportunity for companies and workers alike, but only if you manage your contingent workers the right way. This is where HR once again steps in to save the day.

In 2021, you want HR to take ownership of data and monitor the right metrics to help you manage your contingent workforce to achieve better results. That said, it’s not just about their productivity, it’s also about minimizing legal liability and creating a satisfied collective of top-notch contingent workers.

This is a great opportunity for HR to make the best of the worst of times during the COVID-19 pandemic, and ensure that your company continues on an upward path. Here are the five metrics to help you manage your contingent employees with ease.

Contingent representation rate

To start, the first metric you should keep track of is the contingent representation rate. This is a metric that tells you what percentage of your overall workforce is contingent, allowing you to manage your employees more efficiently and effectively. You can calculate the contingent representation rate by dividing your contingent workforce by the total workforce – multiply by 100 to get the percentage of your contingent workers in your employee collective.

Why is this an important metric for you and any HR specialists in your organization? Knowing your contingent representation rate allows you to get a bird’s-eye view of your workforce and see just how much you rely on contingent workers. A particularly high or low content representation rate is nothing to be alarmed about, but it is important to align it with your organization’s goals, objectives, and overall business strategy. 

Overall customer service rating

The customer service rating is an important metric that you need to share with everyone, including your marketing, sales, support, and HR teams. This is one of those overarching, far-reaching metrics that can help you make better strategic decisions right now and down the road. The customer service rating tells you how well all customer-facing employees are servicing and communicating with your customers, which is especially important when you’re managing an omnichannel sales structure.

This includes employees who are a part of your full-time staff, but also your contingent workers, allowing you to identify high-performing and low-performing areas in your operation. Once you have collected this data and know your customer service rating, you can start employing better contingent workforce solutions to maximize productivity as well as customer happiness.

Onboarding and offboarding effectiveness

To manage your contingent workers efficiently and effectively for maximum results, you need to focus on their onboarding and offboarding. Firstly, understand that proper onboarding allows you to create a highly productive workforce right from the start, hence the need to do it right. That said, offboarding is also important for capitalizing on opportunities and minimizing risks.

For example, onboarding and offboarding is one of the focus areas of leading HR companies like the reputable CXC Global in America within their comprehensive list of HR services in contingent workforce management. Experienced HR companies know that onboarding and offboarding creates lucrative opportunities in North America but also the rest of the world, and optimizing the effectiveness of these processes in your organization can help you achieve better results. 

Make sure to use your HR specialists to gauge the efficacy of onboarding and offboarding in your organization.

Payroll and invoice accuracy

For the contingent workforce program in your company to be successful, you also have to ensure payroll and invoice accuracy. You can track this information and compare it with past reports with ease in your payroll management system, which will tell you if there are any inaccuracies or inconsistencies that may hurt your relationship with the contingent workforce.

You can also outsource your payroll management to specialized professionals in order to reduce your workload and minimize the risk of error within your organization. This will help keep your contingent workers satisfied, eliminate legal liability, and raise overall productivity.

Communication response time

The business world is increasingly running on the remote work model, which has its benefits and potential drawbacks. When implemented properly, remote work can help your company thrive, but you need to monitor numerous metrics and manage your workforce wisely.

For one, you need to monitor the communication response time in your remote organization. Remote workers and remote contingent employees may be slower to respond to emails and messages, which can cause some processes to stall if not backtrack. This is a direct hit on productivity and output, but if you track the communication response time in your teams, you can identify issues and remedy them quickly.

Contingent workers can help your company thrive, but only if you manage these valuable assets properly. These metrics and best practices will empower you to understand your contingent workforce and make better long-term decisions that are in the best interest of your company and your employees.

Apprenticeships – Why Hiring Diverse Talent is Smart Business

It’s no secret that almost every company in the world is on the lookout for talented employees. Thanks to modern technology, companies can now look for talents all over the world. If someone isn’t physically present in the office, it doesn’t mean they can’t work for you remotely. 

What’s interesting is that a lot of people are willing to move to another country, even another continent, if it means finding good employment with suitable work conditions. Moreover, the Internet has allowed companies to look for employees more effectively, while also allowing job seekers to find employment more seamlessly. 

So how do companies decide who’s an ideal fit for their company? The simple answer is through apprenticeships. The apprenticeship program benefits everyone. Companies get a chance to scour through diverse talents, while apprentices get an opportunity to work at their desired company and gain valuable work experience. 

Through apprenticeships, companies will be able to find ideal employees by watching how talents adjust to the new work environment. With that in mind, here are a few reasons why hiring diverse talent is smart business. 

Helps you leverage creativity and innovation

Talent diversity you can examine through apprenticeships can really give you a new perspective on things. This is especially true when it comes to redefining your hiring process. Diverse talents oftentimes leverage creativity and innovation the get the job done. 

They have a unique way of coming up with various ideas that can later be implemented to improve various strategies and processes. Of course, unlocking the talents’ full potential begins with their training. As apprentices at your company, it’s your job to train them well and find different ways to get their creativity and innovation going. 

This can easily be done by giving them more responsibility and encouraging them to engage in the decision-making process. That way, you’ll determine if talents are really up to the task. Their way of thinking can be a great advantage for your company, should you decide to keep them after the apprenticeship program has ended. 

Tap into talents early on

A lot of companies avoid apprenticeship programs because they have to pay for apprentice’s training and salary while the program lasts. This may seem like a waste of both time and money, but it’s actually quite a worthy investment. 

That said, providing an opportunity to an employee with a lower socio-economic background can result in a drastic increase in that employee’s productivity. You provide them with a chance and training, and they’ll appreciate the opportunity to prove themselves. 

That’s why apprenticeship programs are very popular in developed countries like Australia, for example. Australian companies leverage platforms, such as 1300 Apprenticeship to tap into the untapped talent pool early on. That way, they can find ideal employees as early as possible and turn them into a productive workforce through efficient training programs. As you may already know, productive and engage employees to bring more profits to the company they work for. 

Enhanced efficiency

Apprenticeship programs can help you find motivated, determined, and productive employees, but that’s not all. Talent diversity can yield yet another benefit you probably weren’t even aware of. Diverse talents aren’t just different due to their racial and ethnic background. 

As a matter of fact, they are, indeed, cognitively different as well. What that means is that diverse talents can produce a unique way of thinking when grouped together. Their critical way of thinking and a strategic approach to various problems can help them overcome obstacles more easily. 

This can help your company thrive on innovative and creative ideas that diverse talents can offer. You can observe how diverse talents approach problems if you set up a specific scenario during apprenticeship training and determine how the teams perform.  

Open doors to new markets

A well-known fact is that a lot of companies want to expand internationally. More markets mean more opportunities and, of course, more profits if everything goes well. However, one of the major challenges when expanding internationally is winning over the foreign audience. 

Your diverse talents can once again help overcome this challenge. Employees with different ethnic backgrounds can help you understand different cultures and various habits surrounding a foreign audience. 

This can not only help your brand enter a foreign market more seamlessly but also help you establish a solid foothold and build trust with the local audience. Apprenticeship programs allow you to find the right talents who can help you expand to other markets in a more efficient way. 

Apprenticeship programs aren’t something that companies should avoid at all costs. If you allow yourself to see apprenticeships as an opportunity to diversify your talent pool and find suitable employees that will remain with your company for years, you’ll soon discover that apprenticeships are actually smart investments.

recruitment agency

5 Tips to Start Your Own Recruiting Agency

Screening for applicants has become a complex task, to which most companies fail to devote the proper time and strategizing. Without performing this task properly, however, brands risk reducing employee retention and boosting turnover, in an attempt to find people that are fit for the position. Add to that, it’s difficult to build up a healthy corporate culture and sustain their brand voice consistency when too many people leave and shift from one post to the next. In an attempt to resolve these and many other recruiting issues, modern-day companies gladly collaborate with HR professionals to help them select the finest people.

If you fit the description and you have had ample experience in finding the best candidates for numerous companies, you’re on the right track to set up your own recruiting agency. That major step forward in your career opens up a slew of opportunities to expand, collaborate with other HR professionals equally good at what they do, and it grants you a chance to build up your presence. Should you decide to do just that – here are the most vital steps to help you start your own recruiting agency and succeed. 

Determine what sets you apart

As someone who understands how hiring works, you also know well that your own competitors know what they are doing and how they can best attract potential clients. So why should someone choose you and your services instead of someone who offers the same, but perhaps at a slightly lower price? You need to make sure that you have an edge, that unique value proposition (UVP) in the industry that will help companies understand what kind of value you bring to the table.

Maybe you specialize in well-structured online onboarding and hiring for remote collaboration, or perhaps your expertise lies in hiring for highly specialized medical fields. Take your time to clearly outline what makes you different from all other recruiting agencies, and how you can make the lives of those companies simpler. 

Choose a particular niche

Hiring for the construction industry and for the IT sector is certainly not the same. People need to meet different criteria, your options in terms of interviewing are different, and you definitely need some first-hand knowledge of the industry to be able to disqualify unfit candidates and filter out the best of the best. While most HR recruiters tend to try their hand at different fields, it’s best to narrow down your own agency to a specific target group and provide a specialized solution for it. 

Also, check if there are specific legal regulations and licensing requirements you need to compile for your agency to work in that particular sphere. Some kind of compliance is usually mandatory, and by showcasing that you have the necessary permits, you’ll be more likely to attract clients. Combine compliance with expertise in a specific industry, and you’ll increase your likelihood to succeed in the manifold. 

Build and maintain your online presence

As an agency, it’s your obligation to give your potential clients a glimpse into your capabilities, your brand promise, and your credentials. All of that should begin with a stellar website, particularly if you have case studies to publish, certifications to show, and if you want people to establish an emotional bond to your brand. As a professional, you have the advantage over faceless corporations to actually build a deeply personalized brand, and thus a personalized online experience to attract your target audience more easily.

Start by choosing a personal domain together with a personalized .me extension that can help humanize your digital presence and make your site much more relatable. If people already know you by name, this will help grow your professional reputation even further, so blending your name with a general industry term such as “recruiting” or “hiring” can be extremely helpful. People will immediately know what your agency is all about, but they will also recognize that essentially human and personal aspect of your brand.

Set up a strong budget

Every business needs a strong budget to kick off all operations and processes without too many hiccups. You’re bound to come across setbacks, for sure, but setting aside the necessary funds to run your business will help you ensure a more stable beginning for your company. 

Funding for entrepreneurs can be difficult to come by today considering the circumstances and the still ongoing health crisis, but you need to prepare the budget before you launch your business. If you have completed the first couple of items on this list, then you already have your UVP and you can try securing relevant investors, too. A promising company will surely attract funding with the right business plan at hand.

Prepare a thorough marketing strategy

Ultimately, you want your business to be visible and for people to be able to see how you work. To impress your target audience, and to be able to work with clients from all over the globe, especially now that remote hiring is growing in popularity, you need a strong marketing strategy.

Include a social media strategy that will help you engage with your audience, both through direct messaging, but also with your informative content posts. Post ads when your budget allows, but most importantly, work on establishing a strong presence in your industry by posting quality content in various formats, setting up email campaigns, and publishing relevant news. 
Hiring the wrong people in this day and age, when remote and international collaboration dominates the workplace, is one of the costliest mistakes a business can make. If you have managed to help companies avoid this issue and you have a strong track record in recruitment, this is your opportunity to help connect worthy candidates with strong brands and at the same time build a reputable business in your own name.

seo for recruitment

The Importance of SEO for Recruitment

In today’s competitive market, being visible in search engines is critical for any business to thrive. So is driving web traffic to company career pages and social media accounts. Search engines and social media networks have become the top two resources when it comes to looking for employment opportunities.

But, there is more to this. Nowadays, people searching for a new job are screening their potential employers thoroughly. Before an applicant decides to send a CV and apply for a job, they will review the company’s website and social media pages.

Bear in mind that according to a study from MRINetwork, a bad reputation influences job seekers’ decisions significantly. If a company has a bad employer reputation, 69% of the job applicants said they would reject their job offer.

And with online search becoming prevalent in finding work, recruiters need to learn how to effectively use SEO to stay ahead of the competition and attract top talent.

How SEO works?

The purpose of search engine optimization techniques is to help businesses rank higher in search engines and improve their online visibility. Google and other search engines utilize algorithms to assess the importance and relevance of webpages.

Websites and pages that provide their readers with a lot of quality information about what they are searching for are more likely to get shown in the search results. The position of a certain website depends on numerous other factors too.

The overall quality of the website and how many and how often people visit it will also influence the ranking position.

Good SEO is a priority if you want top results. Optimizing many facets of the company website like keyword research, domain structure, and internal linking can impact the recruiting process and your efforts to find the best candidates for the job.

For example, due to bad internal linking, applicants may struggle to find the application form or the contact page on your website.

How can SEO help improve the hiring process?

Data from Australia indicate that the hiring time has nearly doubled in the last ten years. On average, it takes 68 days to fill in a vacant position. This can lead to diminished team productivity and a decline in revenue.

These data imply that recruitment teams and experts in Australia and all over the world need to think more strategically about how to hire the best talent.

Since many factors impact search engine rankings and Google’s algorithms keep changing, your company can profit from hiring an experienced SEO agency in Sydney. Search engine professionals specialize in optimizing websites and web content so they can help you boost your brand’s visibility and entice the most talented candidates to apply to your open positions.

Marketing and HR experts should work closely together, as their joint efforts can result in great benefits when it comes to brand messages. When HR departments are isolated, it can negatively impact the recruitment process.

HR plays an important role in internal and external brand communication. For example, a company’s website showcases its ethics, values, and goals, and it can attract either right or wrong job seekers for new positions.

That is why the design of the homepage and social media posts should reflect the voice of the HR.

Ensure your hiring efforts are successful

There are some valuable techniques every company should embrace to improve its hiring process. Using optimized keywords and phrases, page URL, page title, meta description, tags, and page length should all be taken into consideration when posting a vacant position online or publishing an article.

When crafting a job listing, it is vital to consider what specific terms and phrases you want the candidates to find you by. The description of the vacant position and the title need to include not less than three keywords relating to the most relevant qualifications your enterprise is looking for.

A clear job listing is a must, but you also need to inform the applicants about your company’s values and ethics. As mentioned earlier, people looking for a job are searching online to learn more about your organization’s reputation.

Make sure to tailor your job descriptions as well as your website to reflect the core values of your business. Including a page URL to the” about us” page or the official social media accounts increases the trustworthiness of the company.

It also helps the candidates to form an opinion about the company when deciding whether to apply.

The conclusion

Hiring workers with the right skill set and experience for the job can make a huge difference to the company’s performance and its profit. And even when unemployed, high-quality, engaged employees will carefully choose their next work engagement and employer.

So, finding qualified employees is all about creating more searchable job postings and proving that the company culture has something to offer them.

To achieve this, recruiters must invest in SEO. Crafting effective SEO strategies leads to quality candidates quickly finding open positions and applying to them. It also helps in developing a positive employer brand.

In other words, for a successful recruitment process in today’s tech-oriented world, a functioning, well-thought-out website with valuable content and user-centric design, adequate social media presence, and proper SEO techniques are essential.

5 Ways Blockchain Technology Can Revolutionize HR Management

Blockchain technology has transformed many industries and processes, and it’s about to impact human resources management in the nearest future too! It has the power to alter the way HR experts approach their everyday tasks.

Demand for this innovative technology in HR departments is on the rise as its capabilities can be extended to various sectors to simplify and improve its operations.

Read on to learn more about five ways blockchain technology can revolutionize human resources management!

  1. Enhanced data security and protection from cybercriminals

HR departments typically handle vast amounts of sensitive information like personal and financial data on employees. Information relating to pay, health insurance, finance and banking, and performance records can be stored, and therefore exposed to a certain risk.

Blockchain technology can elevate managing confidential data. It can transform data security as the information stored on the blockchain is decentralized and secured through cryptography. 

And as an added layer of security, every change that’s being made requires authorization and verification. This is especially important when it comes to delicate information like medical conditions or disciplinary records.

The adoption of this technology significantly reduces the ability of cybercriminals to gain access to sensitive data, making it extremely difficult to tamper with. Organizations from all industries could take advantage of blockchain to secure employees’ data and identify potential data breaches. 

  1. Transformation of recruiting and hiring process

Recruitment requires significant time and resources like financial investment within the HR department. Many companies turn to third-party agencies or recruiters for this reason, but their services usually come with a substantial fee.

Blockchain technology can help organizations streamline sourcing and managing talent. Instead of going through dozens of resumes, it would enable employers with access to verified data stored on the blockchain including grades, degrees, work history, certificates, and experience. 

Applicants could acquire virtual credentials in a distributed blockchain network and provide potential employers with permission to access their records. Unalterable records of their work histories would eradicate the chances of inaccuracy and fraudulent applications.

With this innovative technology in place, the verifying process would be more efficient and secure as the need for third-party background and employment history checks would be eliminated. 

This way, it would be easier for HR managers to find the right talent for the right role. 

Advanced tech solutions like blockchain could enable the building of the next generation work platforms, eliminating bias, spam, third-parties and their fees, and lack of visibility of available workers. 

  1. Paying workers in cryptocurrency

Blockchain is widely associated with Bitcoin and its mining. With the right hardware, bitcoin mining is a profitable business, and as a result, it got mainstream attention. And since Bitcoin hit its all-time high in 2021, it’s no wonder more and more people are exploring mining cryptocurrencies as an income source. 

But blockchain isn’t confined to this use only. There are other advantages to this technology that can make HR processes more efficient. Facilitating payments to the workforce is one of them. 

Employees want to access their money as soon as possible and move it with ease, and that’s where blockchain technology comes in. With cryptocurrency payrolls, there is no need for intermediaries to process the payments. 

Also, the transactions on the blockchain are encrypted and unalterable, and therefore more reliable.

This is especially important when doing business with underdeveloped nations where banking systems aren’t trustworthy, and the currency is devalued. Crypto-based payroll systems could provide a competitive edge to companies looking to attract more skilled workers across the globe.

  1. Introduction of smart contracts

Smart contracts between the employer and employees would enable instant payments for the workers. And what’s even better, the risk of delay or fraud during transactions would be eliminated. This has particular importance for gig and contract workers, as their work and invoices are usually manually verified, so they have to wait to be paid.

The use of blockchain and smart contracts can automate this process, so payments can be distributed instantly when the criteria for which the wages are earned are met. 

Once the worker completes the assigned task (e.g. deliver cargo safely at its destination), the payment is released automatically. Without uploading workers onto the payroll system, HR teams will have more time for more important tasks.

The gig economy is on the rise, so the adoption of blockchain and smart contracts could help companies attract more talent and expand their business. 

  1. Simplifying international payroll

The world is becoming increasingly globalized, and the remote workforce is growing. For this reason, cross-border payments are an important topic in HR departments. Due to multiple intermediary banks, currency fluctuations, and third-party vendors, paying international employees is time-consuming and expensive.

The international business would benefit greatly from blockchain technology, as it simplifies this process and eliminates the need for intermediaries. As a result, the cost of cross-border payments is reduced, and they are completed almost immediately. 

The introduction of blockchain-based corporate cryptocurrencies would only ease this process further for the HR and finance departments. And of course, the employees would benefit from faster, more secure payments with no changes in exchange rates.

How HR Tech Can Best Enable the WFH Environment

Seventy-four percent of CFOs surveyed by Gartner plan to enable at least 5% of their on-site staff to work remotely post-pandemic, and as many as 41% of employees could work remotely at least part of the time. Some firms have even offered to let employees stay working from home forever. Benefits technology will be critical for these employees to have flexible and personalized options as they will have fewer touchpoints with their organization than their colleagues who return to the office. Organizations must offer a way for all staff to access their benefits at any time and from any location as a further tool to enable employees to thrive in a remote setting.

Start by determining what employees want most

There is no doubt that employees value really great benefits. According to a report by the Society for Human Resource Management, telemedicine options and student loan repayment are among the benefits that are on the rise and could be useful in attracting and retaining top talent. Our latest research found that 82% of employees who think that their organization takes their needs into account ‘strongly agree’ that their employer-provided benefits make them feel valued, and 68% see themselves staying at their organization for the long-term.

Similarly, a recent report by Prudential found that most employees (73%) cite benefits as a “big reason” to stay at a job. Three-quarters agreed that accessing benefits through an employer is more important than ever before, and 52% said they’d be willing to take a chance on a new job if it provided better benefits. Three-quarters also said that the current environment has made them realize that benefits are a much more important part of the job.

Deploy benefits technology that best serves remote workers

The right benefits technology for this WFH era should allow benefits to be managed and administered at a global level and easily delivered to a remote, multinational workforce while maintaining employer brand and a level of global consistency. Benefits technology makes it easier for employees to engage with and select their benefits, allowing organizations to demonstrate that they value their people – wherever they are, and whatever their working set-up. This technology also allows organizations to gather invaluable employee data to determine which benefits are used and appreciated versus those that are not. Given benefit needs have changed in the last year – less gym membership, more mental health support – data is more important than ever to understand the effectiveness of your program.

By analyzing this information, employers can put together a much more cost-effective benefits package for each worker. And by personalizing those benefits, businesses can meet the needs of their employees without expending funds or resources on selections they don’t want or need.

Empower employees with personalized benefits

According to Mercer’s 2020 Global Talent Trends Study, 61% of employees trust their employer to look after their health and believe they will make decisions in their best interest. Organizations can strengthen that level of trust by offering personalized benefits that are relevant for each employee and their individual circumstances. These come in many forms, including wellness pots, that provide employees with a flexible spending fund to choose activities that improve their wellbeing.

Employers may also provide extra funds to help with in-home office equipment or items to assist with homeschooling. These benefits allow employers to give their staff the wellbeing support they need that are particular to their situations, empowering employees to help overcome any stress caused by the current climate.

Offer accessibility and flexibility for a distributed workforce

Remote working arrangements are likely to remain in place for the foreseeable future and could continue indefinitely for some individuals. Organizations will need to offer benefits technology that is easy to use and understand, combined with the flexibility to change as needed. Benefits should also be accessible on any device in order to best serve their employees, no matter their location. Last but not least, businesses must consider their employees’ varying needs and provide benefits technology that is capable of delivering the level of personalization that their workers desire – and that provides deep insight on how to enhance the program.

How HR teams can make the best of the worst of times

In our work from anywhere era, HR teams have been tasked with maintaining a long-term view of the workplace — how, where and when people are working – and their efforts have paid off. According to a report by McKinsey, 80% of employees have enjoyed working from home. And it looks as though this is set to continue for some time. With this in mind, HR teams need to make sure they have a continuous and accurate view of their workforce, and use this insight to create both an engaging and personalized employee experience. Employee benefits play a huge role in this, not only in affirming the organizations clear commitment to employee wellbeing and development, but in helping HR teams deliver real value to their people in the worst of times.

1. Start by putting wellbeing front and center

Roughly half of U.S. workplaces offer health and wellness programs, but most of them were created with the traditional workplace in mind. The new working reality means that many organizations have had to pivot their approach – and fast – to make sure they continue to meet their employees’ needs.

There are two critical components here, starting with the way employees access support when working remotely. Whether offering virtual health advice, online yoga or exercise classes, virtual book clubs, or reimbursements for wellbeing essentials, these benefits must be easy to access. And data is essential in determining which benefits are being utilized and which are no longer fit for purpose. Organizations should keep this in mind as they craft and refine their work from home (WFH) policies. Additionally, now more than ever enterprises must clearly communicate the support they offer to make sure every employee can fully utilize these benefits.

2. Helping employees stay connected

With 41% of employees likely to work from home at least part time after the pandemic, HR will need to make sure that employees continue to feel connected to their organizations. Employees’ social wellbeing is often overlooked, but is in dire need of support.  

Organizations should focus on providing benefits that help employees stay connected – to their colleagues and to their employers. Tech has become an essential enabler, helping organizations keep teams connected, and also deliver value-add benefits such as virtual team social events or guest speaker events.

3. Take full advantage of data analytics

There are a growing number of organizations, including Walmart, that are relying on analytics providers like Embold Health to find cost-efficient health plans using data. This is one of the many advantages of data analytics, and the pandemic has widened the gap between the have and the have nots when it comes to efficient and reliable data analytics solutions.

Benefits technology has provided HR teams with increasing amounts of data, but many aren’t using it effectively. HR teams that have real-time and easy access to robust benefits data are able to use that information to stay agile and pivot their strategy as needed to meet fluctuations in the demand of their workforce. This is especially important now in the wake of the pandemic, which has brought new benefits complexities to employers trying to cater to the needs of staff in multiple locations.

4. Elevate staff with new skills

The World Economic Forum estimates that at least 54% of employees will need to be reskilled or upskilled by 2022. By taking the time to provide online courses and virtual career development sessions today, enterprises can help staff continue to evolve and advance.

By taking the time to provide virtual learning today, enterprises can help staff evolve and advance even while working at home. As a result, they will be ready for the future of work – wherever it takes them.

Embrace the work from anywhere era

Organizations have an opportunity to strengthen their relationship with their employees no matter where they are working. They can start by ensuring that employee wellbeing continues to be a priority within the firm. Organizations can also help their employees stay productive by providing the necessary tools and training to optimize their remote working experience.

Further, employers can take advantage of data analytics to study how employees are interacting with their benefits. This data could allow them to reduce their expenses by eliminating unused or underutilized benefits to focus on offerings that employees want most.

Lastly, organizations should remember that even in these challenging times, employees still want to improve their skills and advance in their careers. Employers can continue to support their employees, wherever they are based, and make the best of the worst of times.

Digital Marketing Strategies to Achieve HR Goals in 2021

Human Resources is one of those departments whose importance and potential many companies undervalue, and many a time, HR goes by as a silo department that handles an occasional dispute and organizes vacation time. In reality, HR can be one of your most powerful tools for business growth and success, but you need to optimize its processes and include it in a variety of mission-critical objectives. When leveraged the right way, HR specialists can help sales, marketing, support, and every other team in your organization achieve better results.

Now, assuming that you already understand the importance of HR in the grand scheme of things, you should focus on achieving higher HR goals throughout 2021. This requires you to invest in HR-oriented marketing strategies that will help reach those goals, whether they are attracting better candidates, improving the employer brand, employee retention, or all of those and more. So today, let’s talk about HR-oriented digital marketing and how best to implement it to achieve your HR goals in 2021. 

Focusing on the right social channels

We live in a world driven by social media, and nowadays every company should have a social media presence. Given the fact that the social media market is constantly growing and that there are billions of people using social networks every day, it only stands to reason that you should use social to boost the performance of HR in 2021 and beyond. However, when it comes to HR, you have to be calculated and careful, because you don’t want to invest in the wrong social channels.

Social media marketing and management require human and financial resources, so it’s important to identify the social networks that are relevant to your HR goals. These will typically include Facebook, Instagram, LinkedIn, and YouTube. You want to position relevant ads on these networks to get the attention of the right candidates, but you also want to publish on your accounts regularly on relevant HR topics. 

Optimizing the website to rank higher

Whether you run a strictly HR agency or you just want to prioritize achieving the HR goals within your organization, there is no denying that your website is one of the most powerful tools at your disposal. Before any candidate decides to reach out or act on your ads, they will most definitely research your website. They are not just looking for tangible and concrete information, they are looking to find out as much as they can about your brand, what it stands for, and what they can expect from you in the long run. Because remember, candidates are looking for security more than anything else during these trying times. 

That said, it’s not just about the user experience on the site, it’s also about making sure that your website is ranking high in the relevant search results. The COVID-19 pandemic has had a big impact on SEO, so it’s important to optimize your website with new, more relevant keywords and meta tags that will allow job-seekers to find your site easily and inspire Google to rank you higher. This is the kind of exposure you need in order to reach the best of the best. 

Dishing out niche HR-oriented content

Content marketing will continue to dominate the digital marketing realm in 2021 and without a doubt, the years to come as well. Simply put, there is no digital marketing nowadays without optimized storytelling, so it’s imperative that you keep dishing out top-quality content all year round. That said, next year you might want to prioritize an HR-oriented approach to your content strategy.

After all, were you to talk to an experienced marketer or research the best digital marketing agency in your industry and its content creation, you will quickly learn that content is goal-oriented, oftentimes focusing on the specific objectives of various departments. This includes HR objectives, of which there can be many, but all of which require visual and written content. Be sure to diversify your content creation and align it with your HR goals, and make sure to create long-form articles, images and infographics, as well as videos.

Improving your email marketing strategy

Email marketing is yet another powerful digital marketing tool, and you can use it to drive your HR department and your entire company forward in 2021. To achieve your HR goals, you need to optimize your internal and external email communication. After all, you not only want people to open the emails, but also to act on them and make positive decision.

To do this effectively, be sure to incorporate more visuals in your 2021 email strategy. Engage your designers to work with HR and marketers to craft more visually appealing emails that will guide the recipient towards a positive outcome and frame the design. The same rules of email copywriting apply as always, but in 2021 you want to complement that copy with engaging images, CTAs, infographics, and the like. 

Engaging candidates with your company’s culture

Lastly, you should use your company’s culture to paint a picture of your brand for candidates and your digital audience in general. Showcasing your amazing workplace culture through visual content is a great way to convey more information to those who might be interested in working with you, and it’s a great way to enrich your content marketing strategy. You can include authentic employee photos with your job listings as well as short videos of your workplace and your team to help the candidates visualize their potential future as a part of your brand.

Wrapping up

Your HR department has the potential to take your company forward as a whole, but to do so, you need to align it with your marketing team. Use these strategies to achieve your HR goals in 2021 and set the stage for success in the years to come.

career

5 Benefits of Technology for Lifelong Learners and Career Advancement

Lifelong learning is one of the healthiest habits any self-loving and goal-oriented woman can embrace. As if learning in itself isn’t a treat, a way to become a more fulfilled human being, and a way to expand your horizons, it serves a very concrete purpose for those among you who have high goals for career development, and want to acquire the skills necessary to become a leader, an inspirational figure, a specialist in a certain field, and more. That said, let’s not kid ourselves, learning takes time, consistency, effort, and usually money, none of which you might not be able or willing to give.

That’s okay, as always, technology is here to lend a helping hand. From those nifty laptops and tablets that make mobile learning a breeze, all the way to amazing new learning platforms that give you access to the world’s knowledge base, technology can help you achieve your goals, become a founder, or get a job at a reputable and responsive company – you name it, learning through tech can help you achieve it. Here are the five benefits of technology for lifelong learners and those seeking to advance their careers. 

Learn on the go

One of the first and most obvious benefits of modern technology is that you can put all of your learning material on your smartphone, Kindle, tablet, or laptop, and take it with you! It’s a mobile world we live in nowadays, and there is no denying that many women are balancing numerous daily tasks and overcoming numerous challenges every single day – so nobody would blame you if you simply haven’t the time to stop, pull out a book, and read for an hour or two.

Instead of missing out on the opportunity to expand your knowledge base, why not use the tech you always have on you to take knowledge with you on your commute to the office, or anywhere else? This type of mobile learning is best reserved for subject matters you can memorize quickly, ones you don’t have to practice on a piece of paper, like math. 

Fit education into your busy schedule

Speaking of the hectic modern lifestyle, learning through smart technology allows you to manage your time more efficiently, consume the material in bite-size pieces for better long-term retention, and most importantly, pick up where you left off easily. This type of learning flexibility is one of the primary benefits of learning apps and innovative platforms, as it doesn’t really matter if you’re working from home or if you’re at work all day long. 

Modern applications and platforms specialize in condensing the material so that you can learn it easily, while giving you the opportunity to delve deeper into the subject matter if you so wish. By creating a profile on the platform, you can track your progress, save data, and receive professional guidance and support. In turn, all of this will allow you to fit education into your busy schedule.

Learn nuanced skills to propel your career

Another powerful advantage of modern learning platforms, one that many people fail to recognize at first, is that they allow you to learn very specific and nuanced things. Sure, general subject matters the likes of developing leadership skills, basic math, or music theory are still there, but what happens when you want to learn about molecular biology, astrophysics, or geodetic engineering? Or what if you want to contribute in the fight against the pandemic? Should you apply for college all over again?

No, you should search for those courses online and delve right in on your own free time. This is one of the best ways to upskill and even develop a new career path. If you’re looking to join the healthcare industry, for example, then getting PALS (Pediatric Advanced Life Support) certified and learning about PALS drugs and pharmacology can be your entryway into pediatrics and a way to join the battle against COVID-19. This is the type of freedom and flexibility that only technology can provide – the type of learning opportunity that can help you take your career in a completely new direction.

Diversify your learning material

Students, established business leaders, stay-at home moms who want to kick-start their own career, it doesn’t matter which group you’re a part of, what matters is that you should always strive to diversify your learning material in order to acquire knowledge from various reputable sources. This will allow you to a) compare and contrast, b) learn more efficiently, and c) retain information easily.

However, you also need to equip yourself with the right tech to make the learning process more efficient and effective. Some of the leading learning platforms will use a dedicated VoIP communication system that facilitates synchronous and asynchronous learning and allows you to communicate more efficiently with educators and other students in a virtual meeting room.

It is especially important to have such systems in place when you’re going over exceptionally difficult subject matter. In such situations, it’s also good to use various review materials, anything from videos, guided tutorials, hands-on projects, open-ended questionnaires, all of which can expand your knowledge and help you retain information faster. And all of that with a push of a digital button.

Access to renowned colleges and teachers

And finally, you’ve probably noticed that e-learning platforms and popular apps are now offering unprecedented access to world-renowned colleges, institutions and businesses, and that they are even partnering up with prominent figures from various industries in order to spread their knowledge across the world. This is your golden opportunity to learn from the best of the best, to consume knowledge that has been cultivated at top universities, and tap into the genius minds of your idols – so don’t waste it by sticking to the outdated learning methods.

Wrapping up

Technology has changed every aspect of our lives, so why shouldn’t it change the way we acquire knowledge as well? With these five tips in mind, go ahead and use technology to take your personal and professional life forward, and make lifelong learning a passion.

survey

9 Employee Satisfaction Survey Questions That Will Reveal A Lot

Exploring employees’ satisfaction can be a daunting task— especially today, when work happiness is related to various factors. Different employees have different needs when it comes to the work environment. Therefore, the survey needs to consider the following: is the job meaningful or challenging enough, is the employee valued as a team member, and is there a balance between professional and personal growth?

When planning a satisfaction survey, consider some of the points below:

  • The goal of the survey – your questions should always support the purpose of the inquiry. Wherever you plan to do a quarterly check-up of the employees’ mood or annual performance review, tailor the query to the goal.
  • Indicators to watch – depending on the goal(s), indicators may vary far and wide. Use ones that translate to data more easily, like a self-assessment scale.
  • Guaranteed anonymity – Many people are uncomfortable with speaking directly, especially if the subject is sensitive. Make sure that answers are recorded confidentially.
  • Appropriate tools – In every job, you need the right tools to do it properly, and surveys are no exception. Use the best possible tools to obtain and keep the data. This is especially important if your company has a lot of employees.

Also, the question should be:

  • Short – long questions tend to confuse participants, and they can lose focus on the subject.
  • Non-implying – you do not need them to nod their heads. It would be best if you had their honest answers. Make sure that questions allow that.
  • Specific – resist the temptation to add several topics in one question. Each one should deal with one subject, allowing participants to stay focused.

What are the questions that will reveal a lot about the current state of your employees? Here are the ones that will offer the most inquiry.

  1. How would you rate your happiness at work on a scale of 1 to 10?

Research shows that happy workers are 13% more productive than the ones not satisfied with their workplace. Leave a possibility for them to elaborate on their choice so that you can get a better understanding of their current state of (un)happiness. If your employees rate their happiness low, use that info to initiate necessary changes.

  1. Would you consider your job meaningful?

Around 32% of people are staying with the company because of a meaningful job. If they perceive their job as meaningless, you will likely lose them even with increased salaries and benefits. Think about using employee engagement software to make it easier to analyze this aspect of work.

  1. How challenged are you at work daily, on a scale of 1 to 10?

Boredom is one of the prime motivation killers. If employees often get assignments that are below their capacity, they will start looking for opportunities elsewhere. Again, offer them the possibility to elaborate answers. For some, this may be a temporary situation if they are between the projects or the team is (re)organizing.

  1. How would you rate your work-life balance?

Rest and recovery are essential for the happiness and mental stability of the employees. Occasionally they may be asked to take overtime and help their team finish the job. Otherwise, there should be a clear distinction between work and rest time.

  1. Is there a space for personal growth?

Challenge is essential because it pushes people out of their comfort zone and enables growth. By acquiring new skills, your employees increase the chance for promotion and increase in salary. Professional development positively influences employee retention, so make sure your employees can learn and improve in the work setting.

  1. Is your team supportive and inspiring?

Cohesion is an important aspect of teamwork. If there is a lack of support from team members towards each other, the group will function below their capacity, and individuals will struggle with their tasks. If the team is lacking inspiration, collaboration, and creativity will also plummet.

  1. Would you recommend our company to your friends to work?

It is not just popular brands that thrive on word-of-mouth. The same goes for businesses, especially if the brand ambassadors are their employees. If they are not sure about recommending the company to others, it may be a sign they are rethinking their future with you. Try to get to the bottom of this to understand their motivation and needs better.

  1. Do you feel at home in our organizational culture?

Every company has its way of life, consisting of relations between employees and the work environment. Employees are expected to fit into it and find their comfort. A negative attitude towards it seriously affects productivity and satisfaction with work.

  1. Hypothetically, if you would quit today, what would be the main reason?

People usually quit because of job dissatisfaction or inadequate salary and benefits. But sometimes, it can be about working hours (the employee may need flexibility because of family issues) or coworkers (a conflict that has been brewing for some time). Make sure to find that one thing that may drive them away.

This is by no means a comprehensive list, so feel free to tailor your plan to help you fulfill your survey’s goal. Just be ready to act on the data you get and introduce change when necessary.